Dr Christopher Bark Also known as The Soho Square Surgery

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

We looked for evidence that practice leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

At our last assessment, we rated this key question as good. At this assessment, the rating has remained the same.There were clear responsibilities, staff understood their roles and responsibilities. Leaders were visible, knowledgeable, and supportive, helping staff develop in their roles.

This service scored 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The practice had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities.

The practice had inclusive leaders who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. The leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. Patients we spoke with told us the leaders had genuine care for patients. Similarly, staff told us the responsible individual was approachable and responded to any concerns raised. The practice worked with other services in the primary care network and were engaged in the development of primary care services within the local area.

The practice fostered a positive culture where people felt they could speak up and their voice would be heard. Staff were aware of how to raise concerns. The practice had established Freedom to Speak up arrangements and were considering external arrangements with other services in the primary care network.

The practice valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them.

Policies and procedures to promote diversity and equality were in place. Adjustments had been made to ensure all staff were valued, for example we saw adjustments to support staff were in place.

There were clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. The leaders and manager supported staff, and all staff we spoke with were clear on their individual roles and responsibilities.

The practice had established governance processes that were appropriate for their service. Managers met with staff regularly to complete appraisals and performance reviews. Staff could access all required policies and procedures. Managers held regular practice meetings with staff, during which they discussed clinical concerns and emerging risks. Staff took patient confidentiality and information security seriously.

The practice understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborate for improvement. The practice worked with other practices within their primary care network to offer extended access. Staff made adjustments to improve coordination of their service with community healthcare services.

The practice focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contribute to safe and effective practice.